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Procter & Gamble (P&G), one of the largest and most renowned consumer goods companies, employs a comprehensive assessment process in its recruitment. This assessment is designed to evaluate a candidate’s suitability for the role and their potential fit within the company’s culture.

This pack includes tests in the following topics:

  • Math: Basic Math, Numerical Reasoning and Numerical Series.
  • Verbal Reasoning
  • Logical Reasoning (Inductive & Deductive)
  • Mechanical Reasoning
  • Situational Judgement Tests
  • Personality Tests
  • Spatial Reasoning
  • Memory Tests
  • Error Checking
  • Grid Challenge & Switch Challenge

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Price $59

To prepare for a P&G assessment test, it’s important to understand the types of tests you will be taking and the specific skills that will be evaluated. Look for sample questions and practice tests online or through test preparation resources. Additionally, review the job requirements and make sure you have a solid understanding of the skills and knowledge necessary for the role.

How The Procter & Gamble Hiring Process Works

Procter & Gamble’s hiring process contains three stages:

  • Application: Candidates must create an account with the Procter & Gamble site and apply through the online portal. Applicants must fill out their contact details, education, and a brief questionnaire regarding skills. A resume must also be uploaded.
  • Assessment: Procter & Gamble administers its own assessments to candidates. These tests are primarily taken online through the Procter & Gamble online portal.
  • Interviews: Applicants are asked to complete several interviews evaluating behavioral reasoning, situational judgement, previous experience, and skills regarding the job. Interviews may be conducted individually or on a panel, and may be in-person, over the phone, or virtual. Applicants are encouraged to ask questions.

What Assessments Do Procter & Gamble Require?

The specific types of assessment tests used by P&G will depend on the role for which you are applying. It’s important to research the job requirements and understand the types of assessments you may be asked to complete. By preparing and practicing for the specific assessment tests used by P&G, you can increase your chances of success and demonstrate your qualifications and skills to potential employers.

PEAK Performance Assessment

Procter & Gamble utilizes what it refers to as the PEAK Performance Values when assessing candidates for a job opportunity. Those values include courage in leadership, desire for innovation and growth, productivity, commitment to execution of ideas, and that candidates bring out the best in themselves, their coworkers, and the company. The PEAK Performance assessment is designed to evaluate candidates based on these factors, as well as previous experience, interest in the job, and personality.

Interactive Assessment

Some applicants may be required to complete the interactive assessment. This test features cognitive ability-based questions intended to assess logical reasoning and numerical reasoning. Questions will pertain specifically to the job in question, and candidates are expected to answer based on past experiences to determine job compatibility. The interactive assessment is split into three rounds and requires candidates to solve basic equations, solve intricate puzzles that draw on abstract and deductive reasoning, and task-based assessment designed to test memory and spatial reasoning.

Sales Virtual Job Interview

Applicants interested specifically in the Procter & Gamble sales department are required to pass a virtual interview based on previous experience. This test determines if an applicant is suited to the job by assessing problem-solving, cognitive ability, and workplace behavior. The test includes a preview of the job followed by questions pertaining to situational judgement, numerical reasoning, decision-making, and personality.

The Interview Process

Applicants who successfully pass the pre-employment assessments then move on to the interview stage. Procter & Gamble’s interview process includes two rounds; interviews may be conducted over the phone, virtually, or in-person, and may be one-on-one or in a panel, depending on the job. Applicants will be notified of the interview type beforehand.

  • The First Interview: Applicants will be asked behavioral and situational-based questions with the intention to learn more about their motivations, previous experience, and past accomplishments/projects. Applicants will be expected to answer questions on hypothetical situations in reference to their resume. Applicants are also encouraged to ask their own questions and treat the interview like a discussion.
  • The Second Interview: The final interview will address questions based more specifically on an applicant’s skills and abilities with regards to to offered position and in relation to past experiences. This is intended to evaluate how well a candidate will fit in the offered role, with questions asked specifically about the job on offer.

All applicants during the interview stages will be expected to answer questions in relation to Procter & Gamble’s PEAK Performance factors. This will help ensure a candidate is successful and leaves a good impression. Preparing for the Procter & Gamble pre-employment assessment beforehand is critical for applicants to be successful in the hiring process: both practice tests and study guides will ensure a candidate is qualified and confident to pass the tests.

It’s important to approach the assessment test with a calm and analytical mindset. Take the time to read each question carefully, and focus on selecting the best answer based on the information presented. Manage your time effectively and work quickly and accurately to ensure you can complete all sections within the allotted time.